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NFFE 1450
Legislative Updates and 2009-2011 Strategic Plan
**On this page we aim to keep you updated on pending legislation affecting HUD employees. Included is information about making contact.**
OPM Proposes Sick Leave Expansion: The Office of Personnel Management last month issued a proposed rule change to allow federal employees to use sick leave to care for family members who have been exposed to or contracted communicable diseases such as H1N1 flu, smallpox, severe acute respiratory syndrome, and pandemic flu. Currently, federal employees can use sick leave only if they themselves have been exposed to a communicable disease. Under the proposal, an employee can use up to 13 days of sick leave to care for a family member who has been exposed to a communicable disease. If the family member has contracted a disease, the employee can use up to 12 weeks of sick leave to care for him/her. If the employee has used up his/her sick leave but has a family member who has been exposed to or contracted a communicable disease, OPM would advance him/her up to 13 days of sick leave. If employees themselves have been exposed to a communicable disease, OPM would advance them up to 30 days of sick leave. The proposal would also allow agencies to advance employees sick leave under certain other circumstances such as when they need medical, dental, or optical treatments or when they need to care for family members injured in military duty. Comments on the proposed rule, which was published in the Aug.26 Federal Register, will be accepted until Oct.26.
**** Congress Sending Mixed Messages on Pay Parity
Friday, July 10, 2009(National Federation of Federal Employees)****
This week, key committees in both houses of Congress approved figures for this year’s federal pay adjustment, however they arrived at very different results. Thursday, the Senate Appropriations Committee endorsed a 2.9 percent civilian federal employee pay adjustment for fiscal year 2010. This compares to a 2 percent pay adjustment passed earlier in the week by the same committee in the House of Representatives. Should these figures be passed in each chamber, respectively, the differences will have to be hashed out before a House-Senate conference committee before a final spending bill can be passed. “We will continue to fight for a fair and equal pay adjustment for all federal workers,” said NFFE Legislative Director Randy Erwin. “We want to make certain the that the long-standing tradition of pay parity is maintained.” “A slow economy does not change the fact that there is still a significant pay gap between federal employees and those doing the similar work in the private sector,” continued Erwin. “We need to do all we can to close this pay gap in order for the federal government to recruit and retain the best and brightest over the long-term.”
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Strategic Vision Statement of 2009-2011
NFFE Local 1450 Executive Board of Directors
Ricardo Miranda, President; Elizabeth McDargh, Vice President; Rick
Lombardi, Secretary Treasurer; Robin Thompson, Recording Secretary;
Harvey Friedberg, Conductor Sentinel; Ken Einbinder, Trustee; Sharon
Moeller, Trustee; and Ron Smith, Trustee.
I. Block the Replication of the National Security Personnel System
(NSPS) of the Department of Defense. It is critical that we stop
NSPS, because this system eliminates most of the statutory
protections for federal workers. NSPS will bring private-sector at-
will employment tenure and eliminate civil-service protections, for
HUD employees. This will be accomplished through NFFE National
legislative efforts and filing lawsuits. The Local will establish a
committee to communicate with NFFE National to take pro-active
measures to block any legislation attempting to implement at HUD.
II. Prevent the Outsourcing of HUD jobs in A-76 Outsourcing
Competitions. The Local has a committee of Union members to study
and learn in depth U.S. Office of Management and Budget (OMB)
Circular A-76 to become experts to participate in the bidding process
and represent the interests of the in-house proposal and team. NFFE
National will assist with legislative efforts to block HUD
appropriations for outsourcing initiatives and contracts.
III. Assist employees with OPM grade classification appeals to get
higher General Schedule (GS) grade levels. The Local wants to
establish a committee of Union members to study and learn the U.S.
Office of Personnel Management (OPM) grade classification standards
in depth to become experts to assist employees with classification
appeals directly to OPM.
IV. Pursue Legislative efforts to reduce employees share and
premiums for health insurance. The Local will seek assistance from
NFFE Nationals legislative staff to sponsor legislation and get
Congressional support to increase the governments share of the health-
insurance premium costs. The Local will establish a committee to
communicate with NFFE National to take pro-active measures to pass
new legislation.
V. Represent Union members in non-selection for promotion in U.S.
Equal Employment Opportunity Commission (EEOC) cases to ensure that
hiring and promotion in HUD are based on merit and free of
discrimination and cronyism. The Union leadership and Stewards have
studied and become experts in EEOC regulations at Title 29 Code of
Federal Regulations Part 1614 and case law to professionally
represent Union members in Alternative Dispute Resolution Mediation
and EEOC administrative hearings.
Union members interested in joining any of these committees, please
contact NFFE Local 1450 President, Ricardo Miranda, at (213) 534-2705
during non-duty time or via his personal email address at
rmrad1@yahoo.com
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Non-partisan information about upcoming elections can be found at:
" Click here for IAMAW MNPL website here".
Info from AFL-CIO available at:
"Click here for AFL-CIO election info here".
Info about Employee Free Choice available at:
"Click here for Employee Free Choice Act Info".
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Last modified: 11/20/2009
Copyright 1996-2001, The International Association of Machinists and Aerospace Workers |
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